Self-Diagnostic Workbook

1. Self-DiagnosticWorkbook Is it time for a change to your recruiting and hiring process? Evaluate your district now.

2. How to Use This Workbook • Fill out your department’s main goals and mission statement on the next slide. • Work your way through the template to evaluate how your current processes impact productivity. • Feel free to edit the questions and bullet points as you see fit, or add any additional context or information. • As you complete the workbook, ask yourself: “Are our processes supportingus in reaching our goals and staying aligned to our mission?” • Is it time for a change? Determine your priorities for automation and improvement. • We’ve included information about how Frontline can help. We encourage you to do your research, ask questions and find the best solution for your district — even if you’re not ready to make the leap to an online system just yet. • Once you’re done, consider taking the completed PowerPoint to your department head (or other district leadership) to help demonstrate why initiatives to improve these processes should be a priority.

3. Our Department’s Goals and Mission Our goals and mission statement as a department are: Looking over the recruiting and hiring procedures we’ve evaluated in this workbook: Are our processes supporting us in reaching our goals and staying aligned to our mission?

4. Recruiting • For each vacancy, we spend ___hours discerning whether our district has budgeted for the role (sometimes only to find out later that the budget was cut, so all our searching was for naught!). • How well do we communicate with other departments, such as finance? • Is this a long, drawn out process with a lot of back and forth? • It takes us ___ minutes to post a vacancy in our district. We spend ___ hours filtering through applications for each vacancy. • How much time would you save if the initial filtering were done for you? • Are you getting enough quality applicants with the qualities you’re seeking? • We estimate that we lose ___ candidates per year due to lack of or delayed response. • How does your district stack up to surrounding districts? • What about your process would have to change to allow you the time to respond more efficiently to qualified candidates?

5. Hiring and Onboarding • For each vacancy, moving candidates through the hiring pipeline (including tasks like scheduling interviews and giving status updates) takes us ___ hours. • Which tasks have you accepted are “just part of the job”? What if you could automate them? • Per new hire, it takes us about ___ to send out, track and receive employee onboarding packets. • Does the candidate’s onboarding experience line up with their hiring experience? Do you have a digital recruiting process paired with a stack of forms to fill out on day one of the job? • How often do you have to contact the new hire if you can’t read their handwriting, or if they missed a required field? • We hire ___ candidates per year. • Thinking through the number of candidates you hire each year, and the amount of time spent on each part of the recruiting and hiring process, how much time are you spending each year on tasks like filing through paperwork and transcribing handwritten forms?

6. Frontline Recruiting & Hiring • Proactive Recruiting: Schedule custom application invitations to reach tens of thousands of qualified candidates. • Applicant Tracking: Automated workflows, intuitive dashboards, and the ability to digitally sort and filter through candidates gives you the power to find the right fit for your vacancy in record time. • Screening Assessments: Evaluate whether a candidate is the right fit for the position and your district. • Integrated Recruiting, Hiring and Onboarding: Save time and give new hires the best onboarding experience when you integrate Frontline Recruiting & Hiring and Frontline Central. "Frontline Recruiting & Hiring helps us recruit talented individuals, and that talent is reflected in their education to students. And that's the bottom line: making sure that students are being taught by the most highly-qualified candidates available.“ – Ken Griffin, Human Resources Analyst, Clackamas Educational Service District